|
Challenge
Hire 350 Switch Technicians in 60 Separate US
Markets
In order to meet the growing demand of its largest
client, an International Telecommunications organization
must hire 350 Switch Technicians in multiple locations
around the United States within 6 months in order
to fulfill its contracts objectives.
| • |
Experienced Switch
Technicians are in limited supply. Most are
working for direct competitors and are assigned
to “outside, on the pole” positions. |
| • |
Historical data provides an
on average hiring rate of 12 Technicians per
month in over 60 separate market places. |
| • |
Corporate budget does not allow
for typical direct recruitment fees. |
| • |
All new technicians must pass
rigorous screening process including technician
aptitude test, drug testing, criminal background
and credit history. |
| • |
As hires are mandated from
headquarters and will work on projected business,
most Field Managers do not view interviewing
and hiring as critical. |
Diagnosis
Since Switch technicians are extremely difficult
to locate and do not respond to advertising, word
of mouth via professional Recruiters was the best
avenue to utilize to reach the intended goal.
In addition, the company and this particular position
must be profiled as the premier position within
its sector to attain another 46% of available
talent.
Action Plan and Processes
| • |
Created a team
of OERComplete critical thinkers with a telecommunications
background and exceptional diplomatic skills.
|
| • |
Created candidate sourcing
ad campaigns managed from our offices. |
| • |
Located, screened, and created
contracts at discounted rates with 32 professional
Recruiters around the country. |
| • |
Administered all project activities
including recruiters and field management. |
| • |
Real time data keeping provided
our team with the information needed to set,
align –realign and re-set recruiting
vehicles based on success factors. |
| • |
Assured candidate process,
was favorable to all applicants. |
| • |
Educated and won buy in from
Field Mangers through personal meetings, regional
seminars and weekly phone check in calls. |
Result:
| • |
361 hires completed
within 6 months. |
| • |
Human Resources and Field Managers
relationship dynamics were strengthened. |
| • |
OERComplete processes were
utilized in additional projects with similar
outcomes. |
|
